Another recruiting tool just hit the market. Should you be excited this time? Is this one different than all the others you’ve evaluated over the past year--promises you’ll have candidates delivered to your inbox who will be knocking down the doors to be key contributors to your organization? Yeah, right.

Sure, you’ve got access to every active candidate out there through job boards, LinkedIn, Facebook, and an array of other web search methods. You have your own career website, but the level of talent applying is not the best. Your Human Resources/Talent Acquisition department is scrutinized more and more by the Board of Directors and the Executive Leadership of the company. You’ve got to take the pressure off, and come up with a comprehensive strategy that will ensure the delivery of quality candidates. To add to the stress, you want to improve retention ratios, and keep the good people.

You’re pressured to fill openings across the entire organization, the new employees better be top notch, and by the way--you’re expected to reduce cost per hire, so you have less budget to work with than ever before. Sound like a typical day in the office? It’s time to transition to a Qualitative talent acquisition strategy!

Qualitative talent acquisition is a process in which you focus only on hiring the right candidate, versus increasing headcount. Whether you’re a small operation or a Fortune 1000 organization, this plan can be put in place immediately. The results of implementing your new strategy are seen almost immediately. Here are the basic steps to get started:

Analyze and discuss your recruiting budget with your DirectorHow much has the budget decreased over the past five years? How much has it decreased in the past year? If it’s increased, are you using all of your resources to ensure you tap into the highest quality talent? Do you have enough internal recruiters to adequately manage their requisition load? Are your internal recruiters able to meet their metrics on a monthly basis, without feeling overworked and stressed out? Can you identify where deficiencies lie that are preventing you from reaching your goals, from a budgetary standpoint? Where are you spending the bulk of your budget, and are you getting a good ROI? If you are not receiving the anticipated return on investment, will you stay status quo, or will you make a bold change? The first step is challenging, confrontational, and necessary. Improvement cannot occur without pushing the current boundaries.

Evaluate and optimize your internal recruiting team Is their process effective and efficient? Are they spending enough time on the phone speaking with candidates, or are they screening out potentially good candidates without a conversation? As the Talent Acquisition leader, you must set up checks and balances to ensure that all the time, money and effort used to attract candidates is not lending itself to rejecting qualified candidates. Sure, there are always going to be unqualified candidates applying to roles they will never be considered for. We’re not talking about that animal. We’re referring to those marginal candidates who, meet the educational and certification requirements of the job, but may meet less of the hiring manager’s qualifications. Are your internal recruiters having quality conversations with the hiring managers? In order for your internal recruiters to provide the hiring manager with an acceptable level of confidence, recruiters must first, be interviewing more marginal candidates. Second, the recruiter must be willing to think about what’s best for the company, and present the hiring manager with those candidates who can be molded to be the right fit. Your recruiters need to put all candidates into one of three baskets: Basket one is the candidate who matches all or most requirements. Basket two is the candidate who meets the education and certification requirements, meets some of the experience requirements, but has exceptional communication skills and is moldable to the position. Basket three are the candidates who will be rejected. Your internal team should be trained specifically on identifying the candidates for Basket two, and the right way to present these candidates to their hiring managers.

Implement a policy for working with external recruiting firms. Whether you utilize external staffing firms for contractors or as needed for tough to fill, permanent roles, every organization should be leveraging agencies. How much is it costing your company to run without a quality employee filling an important job? Multiply that number by the number of key openings across your business, and the fee associated with a search firm is nominal. Where many companies fail in using outsourced recruiters is they lose control of the relationship. In a qualitative talent acquisition strategy, you are empowered to control the terms of the contract, risk is mitigated, and you meet all compliance standards as required by law. You are no longer spending hours conducting job scopes with multiple search partners. Communication is conducted through a simple, cloud-based solution that allows you to manage and track every aspect of your relationship with external recruiters. A quality Recruiter Management Tool provides you with useful data and analytics, so you can regularly evaluate your relationships with specific recruiters, and see who is delivering the talent you need. This allows you to maximize your results, on-demand.

Optimize your career page, job descriptions, and job sharing ability. While it is typically out of the scope of a Talent Acquisition Leader’s job to optimize a company website, your input on the career page is crucial. Is your company’s career page attractive to candidates? Is it easy to navigate, and find job openings? Does your career page provide background about your company, why it’s a great place to work, and what’s in it for the candidate? If you aren’t satisfied with the general look and feel of your career webpage, get with your Director and discuss next steps to optimize it. What about the job descriptions you post for candidates to read? Is it a boring, out-dated list of tasks and duties that was written in the 1990’s? You know it’s a candidate market out there, and there’s a war for top talent. Stop trying to attract the brightest and most qualified candidates with something that clearly isn’t working. Every job description on your webpage should articulate the culture of your organization, provide a potential applicant with the features and benefits of working for your awesome company, and differentiate why they will love hanging their hat at your office or facility, versus with your competitors. If you and your internal team aren’t completely sold on why your company is the best in the business, candidates will detect it. As the talent acquisition leader, are you jazzed about your job, and are you excited to tackle the challenges most days? The unspoken messages in recruitment are sometimes the loudest--your job descriptions must speak to the candidate, and stop listing a bunch of duties that are just going to change as business needs change, anyways. Talent acquisition is in the business of selling jobs to the most highly qualified people. Can the candidates you attract to your website easily share the opportunity with their colleagues? Simple sharing buttons solve the problem.

Streamline your recruiting process. In talent acquisition, we focus on service delivery levels. You assign benchmarks to your internal recruiting team, and meet with them on a regular basis to discuss whether they met the goal, how far they are from meeting the objective, and how they can improve in the future. These are very important components of the process. If we shorten the recruiting process, and focus on simple, strategic measures to move candidates quickly through the process, your company will win. What is an acceptable amount of time for a new application to sit without receiving a rejection notice or a phone call? Are your recruiters following through on each candidate that applies to their requisition? If they are not, why? Can you identify the time wasters in their process, and eliminate those tasks? Do you need to hire a departmental assistant to help with administrative tasks, or perhaps contract an outside sourcing company to provide a steady flow of applicants? Is your internal team’s weekly reporting requirements taking away from their ability to adequately service candidates and hiring managers? Look at each element of your talent acquisition process, and adjust accordingly.

Review the Talent Acquisition - Compensation connection. When you consider what it costs to attract and retain the highest quality candidates, it can be overwhelming. You research and invest in new tools that promise to deliver the talent you need. With few exceptions, they typically do not deliver the ROI you expected. One progressive way to become the employer of choice, and ensure your employee referral program explodes is to offer compensation that is slightly above your competition. Word of mouth is powerful. You will always be investing in recruitment marketing, but it may be beneficial to explore increasing starting wages for new employees. As candidates become more savvy about their value in the market, evaluating the talent acquisition - compensation connection is a tool to instantly increase the value of working for your company. If you’re already offering compensation that exceeds your competition, you should evaluate the ROI in making that investment. Are you getting the word of mouth referrals? Are candidates trying to get into your organization? The talent acquisition - compensation connection can offer companies struggling for talent with an alternative to budgeting more money for recruitment marketing, and can set your business on a path to attracting a better talent community.

Focusing on qualitative talent acquisition in any organization is a simple plan, but never an easy fix. It requires the fortitude to manage relationships with internal and external customers--all with different personality types. HR and Recruitment Leadership must focus on working smarter and stop maintaining status quo policies that do not produce results. Are you ready to take the steps to begin an era of qualitative talent acquisition in your organization?

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.

In Human Resources, your strategic perspective determines how your company views and solves important issues relating to HR. Organizations struggle to create, implement and carry out their visions because they lack a solid strategic perspective. HR leaders strive to make better decisions on behalf of their company, to coincide with their understanding of the business’s strategic perspective. They must consider the past, present and future of your business objectives, to provide them with the big picture. Senior management makes better decisions in all areas of the company, once it has a strong vision of its objectives.

Unfortunately, having a strategic perspective is much easier theoretically than in practice. Today, we’re going to give five ways HR leaders can improve this important skill, and assist other leaders within their company to provide buy-in.

Have a well-defined strategic thinking process, and share it with all members of the HR and Talent Acquisition team. In the world of science, the scientific method is the gold standard “thought process.” In HR, it’s important for leadership to apply a strategic process to all problems, to ensure issues are addressed consistently, efficiently and quickly. Do you conduct brainstorming sessions with other leaders within the company? Are you leveraging if-then flowcharts, to provide continuity in decision-making? Just as HR leaders must create policies and procedures for other matters, it is just as important to create and follow a strategic thinking process. If your company lacks this infrastructure, why not create a committee to work on this issue? The only mistake you can make is not getting started.

Observe and find trends that affect your business. HR and recruitment is the first line of defense in seeing trends in the talent pool. When Compensation identifies rising salaries, and your company is slow to address the change, your organization loses out on hiring the best people. This one issue negatively affects every aspect of your company. Human Resources leaders are in the ideal position to monitor trends, and and strategize on getting ahead of future problems that will result. Are you setting hiring benchmarks and monitoring the results. Does your ATS and VMS provide that important data, so your process is simple? Staying in front of the talent trends can empower your company to become more profitable.

Gain an understanding on what perspective adds to your organizational goals. All businesses strive to become and remain profitable. HR is gaining more accountability for their role in increasing the bottom line, through their direct impact on recruiting, retention, and reducing the costs associated with acquiring the most impactful human capital. HR leadership must begin to troubleshoot problems from a strategic perspective, to ensure they have the tools and resources to attract top talent, provide competitive salaries and benefits packages, and retain those employees in a more long-term situation. For example, your company may regularly use recruiting agencies to fill C-level and director level roles. Have you evaluated that process? Have you reviewed which agencies are worth using in the future, and who has the most competitive fees? With talent, we often find ourselves willing to pay any fee, because our internal team could not produce results. To add strategic perspective to this problem, think deeper. Do you have a Vendor Management System that streamlines the process of working with agencies? Are you in control of your Vendor contracts, and you set the fee? Are you accessing data and analytics to help you determine which agencies are providing the talent that makes retention problems a non-issue? Learn more about Vendor Management solutions.

Is HR leveraging the digital intelligence perspective? An effective and practical perspective requires accurate information. Gaining competitive intelligence through the internet has been a typical way of information gathering since the it was introduced. This highly useful method of obtaining data from other companies and end-customers is an increasingly important way to drive business decision making. If you aren’t already, consider optimizing your talent communities and having feedback mechanisms built into your career-social pages. As you review competitors’ websites, make note of how they approach information gathering. This is a crucial piece that strengthens HR’s strategic perspective.

Embrace conflict as part of your process. The quest to build your strategic skills can be uncomfortable. HR leaders must learn to embrace challenges, and be prepared for opposition to their ideas. Providing organizational leaders with factual information to support your perspective and showing them how your path positively impacts the bottom line is crucial to your success. If others are opposed to change, you must continue showing the leadership the value of making the changes you are proposing.

Gaining strategic perspective starts by first changing your mindset. HR leaders and hiring managers have the unique power to impact the organization’s bottom-line, through the delivery of a clear, strategic contribution. Adopting the five recommendations mentioned offer a starting point for aligning human resources and talent acquisition with the strategic vision of any business.

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.

Today, we’re going to share some great articles about. How to ask for an informational interview without looking desperate, 7 Signs a candidate will be an engaged employee, How to create a sense of ownership on your team without employee stock options.If you’re an agency recruiter or hiring company, stop by and visit RecruitAlliance.

How to ask for an informational interview without looking desperate: Anyone looking for new a job knows how much a strong network can help. Among the many benefits of a strong network is the ability to land informational interviews. Informational interviews give job seekers the opportunity to meet with hiring managers at target companies, learn about the work environment, and get the inside scoop on what makes for a great candidate. Informational interviews can produce incredible results, turning conversations into opportunities – but only if you know how to properly approach your contacts without looking desperate. …Read More…

7 Signs a candidate will be an engaged employee: Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers! Have a question you’d like to ask? Leave it in the comments, and you might just see it in the next installment of Recruiter Q&A!Today’s Question: What signs do you look for in candidates to determine whether or not they will be engagedon the job? …Read More…

How to create a sense of ownership on your team without employee stock options: A business thrives when all employees feel a sense of ownership over its success. Some companies foster this sense through employee stock options, but even in offices without the financial incentive, managers can take certain steps to ensure each employee has a personal stake in team-wide endeavors. 1. Value Your EmployeesA workplace thrives when each team member feels valued. Managers can achieve this by first creating a …Read More…

What science says about identifying high- potential employee: How inclusive or exclusive should organizations be when developing their employees’ talents? In a world of unlimited resources, organizations would surely invest in everyone. After all, as Henry Ford is credited as saying, “the only thing worse than training your employees and having them leave is not training them and having them stay.” In the real world, however, limited budgets force organizations to be much more selective, which explains the growing interest in high potential (HiPo) identification. An employee’s potential sets the upper limits of his or her development range — the more potential they have, the quicker and cheaper it is to develop them. …Read More…

You just posted a 'stock' job description on your corporate career page, and you're waiting for applicants. Have you read your job description? Did it leave you feeling excited to join your company? Instead, did you read the same mundane duties and day to day job requirements you read in every other job description?

Stop the insanity! There is a better way to attract top talent, and it all begins with a well written job description. In order to recruit, you have to sell the value of working for your company. It's an 'easy sell' to an active candidate who's currently unemployed—but that's not who we're targeting. You want your job description to make a connection with the right candidate, who can become a part of your team and who is a good fit for the organizational culture.

How do you create a job description that really connects with the right people? How do you go about changing HR's encyclopedia of descriptions and craft a job marketing piece that will 'wow' your intended audience?

Here are five tips to help you create a stellar job description—every time!

1. Start with the attention-getting introduction. This is where you give a brief introduction to the position. Spell out who your ideal candidate is, and why they are going to love this job. Explain everything from the candidate's perspective—what's in it for them. Avoid writing a commercial about how great your company is. Keep the intro brief; preferably one paragraph. Stop saying "the ideal candidate," and say--"you." Make it about your reader.

2. Describe a day in the life. The right candidate will want to know about their day to day activities in this role. Use bullet points, and spell it out in a brief and even entertaining way. Connect with the hiring manager to get a better understanding of the position before writing this part. Help the candidate create a mental image of themselves in the role, by offering a descriptive story of what they will be doing in their new job. Help your candidates self-select and weed themselves out if, if it's not their area of expertise.

3. Include the problems they will be solving. Are you looking for a Project Manager who will handle disgruntled clients daily? Use wording to your advantage, and connect with candidates who have the skills, and love the challenge. After all, that's the type of individual you need to round out your team. "Do you love turning angry customers in to loyal and happy people? You'll use your PM prowess to create solutions and strong relationships, daily." Always use positive imagery in your verbiage to engage problem solving candidates.

4. Cut the company bio. The right candidate is going to conduct a ton of research on your company before they even apply. Don't waste valuable space in your job description with information about your organization. You can include links to your corporate website, and your company's social media profiles. Give your applicants the opportunity to learn more about you, on their own.

5. Include instructions for a simple application process. Don't ask a candidate to complete a 45-minute test before you speak with them. Antiquated recruiting processes rule out the best candidates. Instead, allow them to apply using social media, or to quickly upload their resume. Have your internal recruiters review the candidate's information, and set up a quick call with some basic questions to further qualify the candidate. Only if they are qualified, set up your testing process. As companies, do we expect candidates to waste their time, just so we don't have to engage them? It makes zero sense in today's competitive candidate-driven market.

The job description is an integral way to initially attract quality candidates. Optimize your job description, and you're maximizing your talent pool. Don't forget to include an introduction with sizzle, a brief description of what they'll be doing daily, what problems they will solve, and the instructions to apply for the job.

Is your company still using the outdated job description? It's time for a change!

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.

The number of apps that are introduced on an annual basis has skyrocketed in the past five years. There are solutions to help you find passive candidates, connect with active candidates, follow, friend and network with targeted candidates to help fill your open jobs. Job boards have moved to a pay-per-click model, so the cost per hire should be decreasing as all of these tools are implemented. Has your cost-per-hire for key roles actually reduced? Just as important, has your ability to retain quality workers expanded?

If attracting and recruiting top talent were as easy as running an advertisement or posting a job, all companies would be set. The truth is, the recruitment of quality candidates for important, revenue generating roles within your company is a challenge. Since the hiring process involves relationship building, all the apps and software in the world cannot accomplish this task. They can only help you manage the relationship that the human interaction created, to begin with.

This brings us back to one very important point: Recruiting agencies play a crucial role in the delivery of top talent to proactive hiring companies. Today, we're going to discuss 5 ways employers can maximize their relationships with external recruiters, to ensure they have the highest quality applicants.

1. Use a niche search firm for your niche jobs. A recruiting firm isn't one size fits all. They are specialized, and focus on specific types of candidates. Sure, you have large firms that specialize in a variety of areas, and the idea of making a call to one company may seem attractive to the busy HR executive or hiring manager. Have you tried working with multiple, niche firms who specialize in national searches? Often gaining access to multiple candidate sources can elicit the right fit for your culture and organization as a whole. Having an army of niche agencies at your disposal will exponentially increase the chances they have your next new hire in their database, just waiting for a phone call.

2. Gain control over contract terms and fees. The agency you're working with has the perfect candidate, but they are attempting to do an 11th hour negotiation of the fee. They also want to keep ownership of the candidate for two years after your final decision, so their contract is heavily weighted in favor of the agency. In order to prevent this situation, it's imperative to ask the recruiting firm to agree to your contract, fee and all terms, prior to you seeing their candidate. This is the only way a company can control costs and ensure they are receiving access to the highest quality candidates. If you find this task to be unachievable, try looking in to a Vendor Management System that requires the recruiter agree to your terms, before you receive any candidate submittals.

3. Shorten your hiring process. Time kills the ability to hire good candidates. If you see a glaring trend that your best candidates are being hired by your top competitor, it could be a problem with the length of the hiring process. To shorten your hiring process, start with your recruiting partners. Are they able to reach HR or the hiring manager to confirm candidate interviews? Is there a long delay in response time? This is an opportunity to shorten the hiring process. Are agencies expected to go through HR for all communication with hiring managers? That's an inefficient and ineffective process that will result in you losing out on the best candidates. Most importantly, stop putting roadblocks up to prevent good candidates from being seen, and start removing them. Remember, hiring isn't about weeding out the ineligible candidates, it's about promptly plucking the right ones out of the pool and moving them forward in the process. Get aggressive about shortening the time-to-fill, and you'll see real results.

4. Communicate consistently with the recruiting firm. You want your recruiter to give you regular updates on their search efforts. The recruiter needs your prompt feedback in order to focus on the right candidates. Communication is the key to every successful business relationship, so even if the search ends abruptly, or the hiring manager is interested in an internal candidate, let the recruiter know immediately. They will appreciate your honesty, and it will allow them to focus on other clients who are ready to make a hire.

5. Automate the method for informing your recruiting partners you have fee-eligible jobs for them to work on. When you work with multiple agencies to fill your jobs, it can be daunting to attend to all of their phone calls, answer emails, and conduct a basic job scope. You can spend an hour or more per recruiting firm on these items. To save time and money, consider using a Vendor Management System to work with multiple agencies, and automate communication with them. For example, when you post a job out to agencies on the VMS, each of them receive an email notification there is a new job available for them to work. They have all the information to review, and to easily begin submitting candidates. If they have questions, they can message you through the VMS. It's a simplifies everything.

In spite of the fact new recruiting apps and software is introduced regularly, there will always only be one way to recruit the best talent; through human interaction. For this reason, headhunters, recruiting agencies and search firms will always be an important component in smart company's talent acquisition strategy. Learning to work external recruiters in the most effective and efficient means possible is an important piece to recruiting top talent in any market.

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.

In the technological age we live in, it's ironic how difficult it is to attract and retain top talent, in any industry. The active candidate pool doesn't necessarily offer the highest caliber applicants, and for key roles--quality truly matters.

Building a solid candidate pipeline continues to be a struggle for nearly every organization. What if there were a way to effectively expand your talent pool, in a short amount of time? Today, we'll take a look at 5 ways you can begin expanding your talent pool, immediately.

1. Create and manage a talent community on Facebook. There are currently more than one billion active users on Facebook. The right candidates you are looking for are already using this social media tool. The problem with talent communities is most employers think about attracting applicants for their company, instead of delivering great content for the individual careers within their organization. For example, the information that interests someone in Information Technology is very different than content that would be suitable for someone in Accounting, Sales or even the C-Suite. To administer talent communities right, organizations need to create mini-groups that will cater to that specific pipeline. Think of it as a farming project. Pump out consistent and relevant content, conduct contests, and make your talent community fun. Watch how quickly your members share pages with other potential users. When it's done correctly, Facebook talent communities will provide needed exposure to your career brand.

2. Email blast candidates in your ATS. Companies often forget to leverage their past and present applicants to increase their candidate pool. Send out a bi-weekly or monthly newsletter with interesting content for potential candidates to re-engage them. Your newsletter can include items like a candidate referral bonus program, contests, hot job openings, and other interesting information. Leverage internal recruiters to manage this program, or hire an outside marketing firm to handle it.

3. Conduct regular virtual career fairs. In the past, employers had to spend lots of time, money and manpower to run a productive career fair. Today, with the help of the internet, companies can run a virtual career fair on a shoestring budget, and using limited resources. Simply pick a date and time, email blast your ATS candidates and everyone in your talent communities, have your website administrator place a strategic pop-up ad on your corporate career website, and have your recruiting staff share the information with their networks. To keep within a small budget, use a venue like GoToMeeting or another video conferencing platform. Create break-out rooms for specific departments, and have your recruiters prepared to present information on all the wonderful reasons why your company is the next step in their career. If you're team doesn't have time to conduct their own virtual career fair, you can check with an external marketing firm who will take care of it for you.

4. Leverage recruiting agencies as talent scouts. Search firms are able to attract candidates from competitors in a similar position, provide your organization's unique selling proposition, and move that individual through the hiring process, because that's their specialty. While more and more companies are trying to move away from using external recruiters, the fact is they deliver value and top talent. Internal recruitment teams and HR focuses on so much more than talent acquisition. As a business strategy, it doesn't make sense to have your internal team reach out to the competition to recruit them. This is one of the greatest values agencies offer to companies, whether it's a candidate or employer driven market. If you're not using recruiting agencies to scout top talent for you, you're losing competitive edge.

5. Use a Vendor Management System to managing your relationships with search firms. If your company regularly uses recruiting agencies to scout and place exceptional talent, you know that working with multiple firms can quickly become cumbersome. A Vendor Management System does not have to be a costly expense for employers. It doesn't have to include a long ramp up time for internal recruiters to learn how to use the system. A quality VMS will provide the employer with three key components: contract and fee control, simplification of communication with external recruiting partners, and time savings. Make sure the VMS you select can handle permanent and contract positions, and that you have the ability to distribute jobs on an International basis (if you hire overseas).

Technology is continually presenting new tools to increase the size and scope of your talent pool. Remember, often times the latest app or program may not deliver what is promised—quality candidates. Recruiting is a 'relationship business', so never lose sight of the human interaction that must occur in order to make a quality hire.

RecruitAlliance is a Vendor Management System with an employer referred network of staffing agencies and recruiting firms, waiting to fill your most urgent hiring needs. Employers may sign up for their free* account and immediately begin posting jobs to the recruiting vendor network. Employers choose the fee they're willing to pay, the terms of the contract, and drive the hiring process. Recruiter members agree to all terms before a candidate is ever submitted through the platform. To learn more or get started today, go to www.RecruitAlliance.com.

Today, we’re going to share some great articles about. Need an applicant tracking system? Here are your 10 best answers, Always take the first interview, Building your management team, 3 Positive ways to effectively address employee mistakes. If you’re an agency recruiter or hiring company, stop by and visit www.recruitAlliance.com

Need an applicant tracking system? Here are your 10 best answers: Welcome to Top 10, Recruiter.com’s weekly rundown of the best of the best in recruiting! Every Friday, we release a list of some of our favorite people, things, and ideas dominating the industry. From awesome tech tools and cool companies to great books and powerful trends, no stone in the recruiting space will be left unturned.This Week: Top 10 Applicant Tracking Systems …Read More…

Always take the first interview: One day, out of the blue, you receive a call from a recruiter. They’re recruiting for a position you’ve never even heard of, let alone applied for. You don’t know how they got your name or phone number. The recruiter asks if you know anyone who might be interested. It’s always a surprising call to receive, even if you’ve received similar calls in the past. If you’re like many people, you may start to run through the list of friends who “might be interested.” But here’s the thing: When the headhunter asks if you know someone who might be interested, they’re really asking if you might be interested. It’s a polite way of asking if you want to be interviewed for the job. They only want to know if you have a friend if it turns out you aren’t interested. …Read More…

Building your management team: In the early days of running your own business, it's natural to try to do as much as possible yourself. It's the most cost-effective, comfortable, sensible way to do things in the beginning. But as your enterprise grows, you'll find yourself stretched thinner and thinner. Eventually, you'll find you just can't continue to oversee operations and sales and accounting and fulfillment and marketing--and hope to continue to grow your business. …Read More…